The New EEOC Recordkeeping Guidance on Job Applicants for Internet and Related Technologies: Explaining the Rules of the Road

You may be surprised to learn that in early March of 2004, after several years of deliberation, the U.S. Equal Employment Opportunity Commission (EEOC), in conjunction with the Departments of Labor (DOL) and Justice (DOJ) and the Office of Personnel Management, announced a proposed set of recordkeeping provisions concerning who is a job applicant in the context of the Internet and related technologies (http://www.eeoc.gov/press/3-3-04.html). Following a period of time for public comment, these provisions are likely to serve as "guidance" in interpreting the Uniform Guidelines on Employee Selection Procedures ... read the full article

The professionals of EASI·Consult®, LLC are proud to announce the availability of EASI·Interviews,® a new program that can help you develop customized structured interviews for any management or professional position from the convenience of your own desk and computer.

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Do these sound familiar?

• Tell me about yourself.
• What are your primary strengths as an employee?
• What is your philosophy of managing people?
• Describe your ideal work environment.
• Where do you see yourself in five years?

They are commonly asked interview questions. We've all used one or more of them, hoping to elicit information that adds to our evaluation of a job applicant. As comfortable as we may be with these questions -- and others like them -- they share a basic flaw that limits their utility.

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How could I use psychological tests to assess the personality and communication skills of a candidate?

More and more companies are realizing the value of using psychological tests as part of their employee selection process. Today, managers are looking more closely at job applicants' personality characteristics and how they fit with the job and company.

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